Careful documentation strengthens every workplace sexual assault case. This post explains what to preserve, how to preserve it, and common mistakes that undermine otherwise strong claims.
The federal Speak Out Act limits the enforceability of predispute non-disclosure and non-disparagement clauses in sexual assault and sexual harassment matters. This post explains what the law does and what it does not do.
Retaliation against employees who report workplace sexual assault is unlawful under federal, New York, and New Jersey law. This post explains what qualifies as retaliation, how to prove it, and what damages are available.
Before filing a Title VII sexual harassment lawsuit based on workplace sexual assault, employees generally must first file a charge with the EEOC or a state fair employment agency. This post explains the process, deadlines, and strategic considerations.
Employers can be liable for sexual assault committed by clients, vendors, or customers when they knew or should have known of the risk and failed to act. This post explains the third-party harassment framework.
